Responsible Care is a specific voluntary commitment of the global chemical industry to continue improving their performance in regard to the environment, health and safety. At DCC, we deeply believe that we must do our utmost to implement and respect human rights and workplace dignity. We regard this as a shared responsibility between ourselves and our supply chain partners. We adhere to internationally recognized sustainability and human rights guidelines, including human rights standards and initiatives such as the Universal Declaration of Human Rights (UDHR), United Nations Global Compact (UNGC), United Nations Guiding Principles on Business and Human Rights (UNGPs), Declaration on Fundamental Principles and Rights at Work of the International Labour Organization (ILO), and Responsible Business Alliance (RBA). In addition, we continue to comply with laws and regulations in the locations where our factories and offices operate. Furthermore, we have formulated a DCC Human Rights Policy and established various internal standards and operating procedures in accordance with the policy. The spirit of human rights is deeply rooted in the DCC's core value in order to fulfill our basic commitment as an enterprise. We also request our supply chain partners to follow the same commitment.
The DCC Human Rights Policy applies to all types of labor, business partners, suppliers and contractors in the locations where the DCC operates.
1. Prohibition of child labor and protection of the rights of underage workers
The employment of child workers under the age of 16 at DCC's operations and supply chain is strictly prohibited. The rights of underage workers are protected in accordance with local laws and regulations.
2. Freedom of employment
We ensure the freedom and rights of workers to accept and choose employment and are not forced in any way to engage in work. All workers have the right to freely leave or terminate their employment without penalty upon legal notice according to their needs.
3. Working hours, wages and benefits
We strictly follow international standards and applicable local laws concerning working hours, overtime hours, compensation and benefits. This includes: working hours of all workers must not exceed the cap required by local laws and regulations, providing competitive wages and ensuring a minimum wage that meets local regulatory requirements for basic living, paying overtime at a rate that is not lower than that required by law, providing transparent wage information and that the reduction of wages will not be used as a means of punishment. As well as this, we also guarantee paid leave and holidays in line with regulatory requirements, as well as all statutory benefits.
4. Human treatment
We prohibit any conduct that deprives an individual of humane treatment and any disrespect for human dignity, including any form of harassment, sexual harassment, gender-based violence, public humiliation, verbal abuse, physical punishment, bullying, and mental or physical coercion. In addition, restrictions on any person’s access to the workplace and freedom of movement are prohibited, including the withholding of any personal identification information.
5. Diversity and anti-discrimination
DCC places emphasis on the diversity and difference of workers in the corporate value chain and is committed to creating a dignified, equal and safe workplace. We protect all workers from differential treatment, bullying or any form of discrimination due to their age, economic and social status, race, ethnicity, nationality, gender, sexual orientation and gender identity, political affiliation, religious beliefs, language, disability, health and medical conditions, physical appearance, marital status, pregnancy, identity in a group, veteran status, or other identity protected by law.
6. Freedom of association and collective bargaining
DCC protect the freedom of association and collective bargaining rights of employees. We are dedicated to creating a work environment that allows employees to fully express their opinions and suggestions without fear of retaliation, punishment or harassment.
7. Occupational health and safety
We are committed to maintaining a safe, healthy and comfortable workplace. We follow international work safety and health workplace standards and applicable local laws and regulations and protect our employees from any physical or mental harm. At the same time, we provide support for employees’ physical and mental health and work–life balance.
1. Management measures
Our Human Rights Policy and management measures are regularly renewed in line with domestic and international human rights trends and practices. We value transparent public disclosure and periodically disclose DCC's human rights status and management practices in order to monitor the implementation status of the Human Rights Policy of all operating sites.
At the same time, we incorporate the Human Rights Policy into our internal regulations. Through internal education and training on human rights, we ensure all employees clearly understand internationally recognized sustainability guidelines and principles for human rights standards and initiatives, DCC's Human Rights Policy and management processes, as well as their rights and interests.
2. Reporting or notification
We have formed multiple, anonymous or formal grievance channels (for employees and other stakeholders, suppliers and contractors). Each stakeholder has the obligation and responsibility to immediately report a violation of laws of another party. If an employee or supplier is believed to have violated the law or is in conflict with the value set forth in the Human Rights Policy, it must be immediately reported to DCC's Human Resource Department.
To make a report via email: CCPGHR@ccpgp.com
To make a report via phone: +886-2-7701-8936
3. Reporters Protection
Dairen Chemical Corporation are dedicated to protecting the person whoever has doubt or need assistance in query or reporting about this Policy whose identity and reports will be treated confidentially strictly and prohibit retaliation for good faith reports of potential or actual misconducts as well as the involved investigators.